Ask any professional who works in an education setting and they'll tell you "it's tough" to manage employees, provide education to students--and deal with parents who don't want to admit their child. And, it can be extremely difficult to navigate organizational politics, on top of the already challenging day-to-day environment. However, things get far more complicated when formal complaints are lodged and allegations of harassment, discrimination, retaliation, or negligence are made.
Internal investigations must be launched quickly, and by individuals who can be objective and who possess the skill level to gather evidence and make determinations based on facts. Unfortunately, many professionals in education, especially HR professionals, have little experience or training in conducting investigations. However, all it takes is reading the news headlines mentioned below to recognize why it's so important for professionals in education to have at least a basic understanding of how to conduct an investigation:
Based on these kinds of serious issues, the spontaneous and sporadic investigative approach of just grabbing a notepad and then hearing from one and then another witness and so forth--is most definitely not the way to conduct an investigation. Such an investigative approach, which displays a lack of knowledge on how to handle complaints and conduct investigations, will put the educational institution at a much greater risk of violating federal, state, and even local laws. To minimize these risks, and the costs associated with mishandling a student or employee's allegations, it's essential to have a basic understanding of what an investigation is—and how to conduct one.
This investigative basics program by expert speaker Natalie Ivey for education professionals is a must-attend session that will provide a very basic overview of the investigative process, from gathering a statement of complaint to gathering evidence and preparing a report. This is not a program that should be a replacement for more in-depth training; however, it is a great place to start in the structure and process of investigations.
Who should attend
Natalie Ivey MBA, SPHR
Natalie Ivey, MBA, SPHR is an HR consultant, professional speaker, author, and educator within the HR profession. She has more than two decades of leadership and HR management experience with Fortune 500 organizations and in working as a trusted advisor and consultant to business leaders both in the U.S. and abroad. Sh... More info